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  1. Interventions for Organizational Climate and Culture in Academia: A Scoping Review.Marin Viđak, Lana Barać, Ružica Tokalić, Ivan Buljan & Ana Marušić - 2021 - Science and Engineering Ethics 27 (2):1-23.
    Organizational climate and culture may influence different work-related outcomes, including responsible conduct of research and research misconduct in academic or research organizations. In this scoping review we collected evidence on outcomes of interventions to change organizational climate or culture in academic or research settings. Out of 32,093 documents retrieved by the search, we analysed 207 documents in full text, out of which 7 met the eligibility criteria and were included in the final analysis. The included studies measured organizational climate, organizational (...)
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  • Negative Affectivity, Authoritarianism, and Anxiety of Infection Explain Early Maladjusted Behavior During the COVID-19 Outbreak.Vincenzo Bochicchio, Adam Winsler, Stefano Pagliaro, Maria Giuseppina Pacilli, Pasquale Dolce & Cristiano Scandurra - 2021 - Frontiers in Psychology 12.
    During the first phase of the COVID-19 outbreak, Italy experienced problems of public order and maladjusted behavior. This study assessed the role of negative affectivity, right-wing authoritarianism, and anxiety of COVID-19 infection in explaining a variety of the maladjusted behaviors observed with an Italian sample. Specifically, we examined the effect of Negative Affectivity and Right-Wing Authoritarianism on maladjusted behaviors, and the moderating role of anxiety of infection. Seven hundred and fifty-seven Italian participants completed an online survey between March 3rd to (...)
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  • Ambivalent Identification as a Moderator of the Link Between Organizational Identification and Counterproductive Work Behaviors.Valeria Ciampa, Moritz Sirowatka, Sebastian C. Schuh, Franco Fraccaroli & Rolf van Dick - 2019 - Journal of Business Ethics 169 (1):119-134.
    Although counterproductive work behaviors can be extremely damaging to organizations and society as a whole, we do not yet fully understand the link between employees’ organizational attachment and their intention to engage in such behaviors. Based on social identity theory, we predicted a negative relationship between organizational identification and counterproductive work behaviors. We also predicted that this relationship would be moderated by ambivalent identification. We explored counterproductive work behaviors toward the organization and other individuals. Study 1, a survey of 198 (...)
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  • Ethical Climate(s), Distributed Leadership, and Work Outcomes: The Mediating Role of Organizational Identification.Massimiliano Barattucci, Manuel Teresi, Davide Pietroni, Serena Iacobucci, Alessandro Lo Presti & Stefano Pagliaro - 2021 - Frontiers in Psychology 11.
    Organizational identification has increasingly attracted scholarly attention as a key factor in understanding organizational processes and in fostering efficient human resource management. Available evidence shows that organizational ethical climate crucially predicts OI, a key determinant of both employees’ attitudes and behaviors. In the present paper, we examined the relationship between two specific ethical climates, distributed leadership, and employees’ attitudes and behaviors, incorporating OI as a core underlying mechanism driving these relationships. Three hundred and forty-two employees filled out questionnaires to examine (...)
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  • Ethical Climate, Organizational Identification, and Employees’ Behavior.Manuel Teresi, Davide Dante Pietroni, Massimiliano Barattucci, Valeria Amata Giannella & Stefano Pagliaro - 2019 - Frontiers in Psychology 10.
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  • High-Power Distance Is Not Always Bad: Ethical Leadership Results in Feedback Seeking.Zhenxing Gong, Lyn Van Swol, Zhiyuan Xu, Kui Yin, Na Zhang, Faheem Gul Gilal & Xiaowei Li - 2019 - Frontiers in Psychology 10.
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